AKA Slackers

Unfortunately for businesses, the reality of unproductive employees AKA slackers, AKA shirkers, does exist. In fact, previous research has confirmed that many businesses made reports of having to tackle issues with slackers that are deliberately unproductive. Over time, this issue has become an ethical matter because it is directly linked to a leader’s ability to maintain a working environment that is unbiased and fair. Although this issue exists in many businesses, very few coworkers of these slackers ever address the situation. One factor that may prohibit an employee from approaching his/her coworker that is a slacker is to avoid confrontation. Hence the reason why many coworkers that are exposed to slackers may prefer to turn a blind …show more content…
When employees feel as though there is a lack of these hygiene factors, it reduces motivation and creates dissatisfaction (p. 272).
Furthermore, Robbins and Judge (2017), defines withdrawal behavior is a set of behaviors that employees exhibit when preparing themselves to separate from an organization and may include but are not limited to showing up late, failing to attend meetings, absenteeism, and turnover (p. 28).
Based on the factors that are associated with slacking, I would focus my attention on employee satisfaction. I would create an employee recognition program that would rewards employees for a job well done. The program would include both short and long-term goals, that once achieved, employees would be rewarded in some way (i.e. Gift cards, free meals, books, t-shirts, social activities). Overall, the program should help employees be more responsible and increase morale in the workplace which would encourage employees to report poor performances.
2. Besides the training already discussed, what do you think companies and HR departments can do to reduce the likelihood of coworker

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